Sometimes we hear in our consultancy actions that it is not a good moment to start certain projects for a Company as they are undergoing changes: (1) New Board of Directors, (2) Strategic changes, (3) Recent merger, (4) Changes in systems, ...and this is true for many types of projects, except for the Balance Scorecard project.

With a few exceptions, building and finishing a Balance Scorecard during processes of change is a good decision. We can find the reason for this in the current definition of what a Balance Scorecard is and what it is used for:

A Balance Scorecard:

1. Is a management tool

2. It is integrated with strategic planning, with the decision processes and performance analysis of a company.

3. It is used to monitor the execution of strategic and operating plans

4. Through the tracking of key objectives, projects and indicators

The Balance Scorecard contemplates several perspectives of the plan to be carried out: (1) Financial, (2) Market and clients (3) Internal business processes (4), their competences and knowledge (5) Our current business culture (6) Our information systems, (7) The projects necessary for activating the change, (8) The results expected from this change, (9) The partial intermediate objectives during the change.

Therefore, A Balance Scorecard is a tool for executing the change and measuring its progress. We only have to define that the plans the Balance Scorecard manages be precisely the change plans. The definition process of an Balance Scorecard requires following a very methodical and logical structure, where the important key points are set and very healthy discussions are held on the details of the execution, in other words a theoretical plan will be converted into practicable plan for the Company’s present reality.